The Quality of Care Self-Assessment is a quick way to determine your level of competency in dealing with a diverse set of patients, areas of strengths and opportunities for improvement. This tool is not intended to provide a comprehensive assessment of your skills and competencies but a quick reference and high-level overview.

Template for creating an event budget

This is a quick and easy reference tool to help you design and offer D&I events throughout the year without breaking your budget. Many of the ideas here have little or no cost associated with them.

A budget template will help an ERG Leader keep tracking of spending throughout the year.  It is important to stay fiscally organized and with that, have a tool that can be efficiently analyzed. Provided here is a template that allows you to categorize expenses in a way that makes sense to your organization.

Core to the success of any ERG is its ability to effectively design and run events that are well aligned with business objectives and the development needs of its members. The Event Planning Process is a step-by- step set of guidelines for designing a well-constructed event.

Updated: The Inclusion Learning Loop™ Heritage Month Celebration Ideas is a companion piece to the Multicultural Calendar. It provides ERG leaders and members with ideas for recognizing and celebrating the various heritage months.

Bias is an inclination or preference either for or against a group that can interfere with impartial judgment. Biases can be explicit – in the form of stereotypes or prejudices – or implicit which can exist without the knowledge of the person. Bias is a very real part of life and every corporate culture, and substantial research shows a connection between unconscious bias and actions and behaviors.

Countless studies have been performed that connect overall employee engagement to engagement among middle managers. When you think about a company’s organizational chart the rational behind this is clear. Middle managers connect, interact and manage most of the employees within the organization.

We all have bias. In fact, the actual definition is quite neutral. Bias is a natural function of the human mind that is defined as the tendency or inclination to make a judgment without question, which can be in favor of or against something or someone.  This tool is intended to help you P.A.U.S.E. in order to take the actions that are in your best interest. Whether you are certain that you experiencing negative bias or you just have a nagging sense that there is something off, these strategies will provide you with a road map on what to do.

The Recognizing and Managing Bias is an exercise designed to help managers recognize bias in others and in themselves – an important step in the process of becoming a more inclusive leader. The tool uses a series of scenarios as a way to safely explore the concept of bias and what managers can do to eliminate bias form there decision making process.

When we take into account the world in which we live and do business the case for diversity seems somewhat obvious. Moving from conceptualization to actualization is where it becomes a bit more complicated. That requires an ability to leverage diversity in support of your goals and priorities.

This toolkit contains factoids, a game, and dos and dont’s that can be shared with employees in your organization to enable them to better understand the different generations in the workplace.

The customer service self assessment is a quick way to determine your level of competency in dealing with a diverse set of customers, areas of strengths and opportunities for improvement. This tool is not intended to provide a comprehensive assessment of your skills and competencies but a quick reference and high-level overview.

The Diversity Champion’s Action Plan is a tool designed to help managers and leaders recognize and leverage opportunities to champion diversity and inclusion.

Power from unearned privilege can look like strength when it is in fact permission to escape or to dominate. It is important to note that privilege is not necessarily a bad thing – just unfair. Privilege used positively can actually be leveraged to support the advancement of others and to benefit the organization as a whole.

The Inclusion Learning Loop™ diversity conversation starters are discussion prompts that enable leaders and managers to drive conversation around business related diversity and inclusion topics.

The Overcoming Bias Discussion guide is a full agenda for conducting a meeting around unconscious bias. The tool is designed to help individuals recognize situations where bias may have impacted their career progress.

October is nationally recognized as Diversity Month. Some may ask why we need a month dedicated to diversity at all, while others may argue that diversity should be a priority all year long. While I am in the camp with those who believe diversity should be celebrated each and every month, I have to endorse an entire month dedicated to diversity for several reasons.

Heritage monthcelebrations provide an opportunity to step away from the “business” of diversity and truly celebrate the beauty and excitement that emerges when we learn and embrace new cultures. Heritage month celebrations allow us to experience the best of other cultures. To deepen our understanding of how and why people pray, eat, relate and think.

Heritage month celebrations provide an opportunity to step away from the “business” of diversity and truly celebrate the beauty and excitement that emerges when we learn and embrace new cultures. Heritage month celebrations allow us to experience the best of other cultures. To deepen our understanding of how and why people pray, eat, relate and think.

It was in 1989 that Peggy McIntosh published White Privilege: Unpacking the Invisible Knapsack. This was a revolutionary step in acknowledging the fact that privilege exists and results in associated societal and workplace advantages. It is important to note that privilege, while offering unfair advantage to some, is not about any one individual. It is not the fault of any one person – it is what you do about and with that privilege that personalizes the issue.

As a way to elevate development opportunities consider linking ERG engagement to employees individual development plans. An employee resource group can be an excellent resource for active and engaged members to stretch themselves by taking on projects or programs.

With no governance model in place ERGs can flounder focusing much of their efforts on social events. With too much structure ERGs can feel micromanaged and uninspired resulting in a lack of engagement and accountability. Finding that balance can be difficult but a few simple guidelines can help you through this process.

For organizations seeking to create inclusive work cultures that value the unique knowledge, perspectives and viewpoints of all generations, deep knowledge and understanding of the generations is key. As with any dimension of diversity, a one-size-fits-all mentality is seldom effective.

It has been well over a decade now that organizations have been talking about and planning for the fact that the workforce is comprised of four generations. This has incredible workplace implications as generations defined by a different set values, communication styles and views on work try to create one fulfilling and productive work environment. 

Our entire business is built on the concept that diversity leads to competitive advantage. This is true of all dimensions of diversity including generational diversity. Each generation brings to the workforce a different set of strengths and ideas.

We need to put this debate to bed and quite frankly totally reframe the question from “can women have it all? ” to “what do I want and what can I have?” Everyone needs to ask himself or herself that question. Whether you are a man, woman, working mother, stay-at-home father or single career- minded individual.

The Religion in the workplace Toolkit provides some useful information on how to create an inclusive work environment specifically as it relates to religion.

The Inclusion Learning Loop™ Inclusive Meeting Guidelines is a set of tips and techniques for running effective and productive meetings designed to include the voice and perspective of all participants.

This workbook was written for both individual contributors and members of management teams. You can use this workbook both individually and with a group to develop a deeper understanding of the filters through which you view and interpret yourself and others, identify patterns in your own ways of evaluating, assessing, and working with other people, to begin a dialogue for reflection of organizational values and norms, where those values and norms come from, and how they impact the quality of your business and talent management.